What kind of interview is the most fair way to find the right person without misjudgment

 

In general, the technical interview will be one or more of the following concentrated forms:

1. Written Examination and questions

2. Face-to-face communication

3. Computer Programming

 

In fact, I personally do not like the test. I feel that the points of attention in the test are too small, and I do not like computer programming. I feel that this interview is not very respectful to the interviewer, and I prefer easy face-to-face communication. I have interviewed many people and have been interviewed by many people. I feel that any form of interview has its advantages and disadvantages.

 

In my previous company, I used a combination of 1 and 2 to interview other people. The candidate will first set a set of questions, so that each person will have a criteria to judge, then we will talk face to face for another hour. Now, the company does not have a written examination, and directly asks some questions in a face-to-face manner. The so-called "random" means that each question is different. Maybe the technology that the interviewer is interested in or the question that he or she casually thinks.

 

I feel that almost no one can get their own approval. I don't think this is because of their problems. I think this is my problem. Maybe this form of interview is not the most suitable. Because. NET development technology is too much, every 30 minutes or so interview, I can only in ADO. net, Asp. net, IIS, C #, CLR, T-SQL, SQL-server, winform, architecture, performance, design mode, oop, HTML, CSS, JS, framework, distributed development, and other knowledge points one question each asked, for example:

L httpmodule/httphandler

L enhancement of each IIS version

L differences between value type reference types

L how to paging T-SQL

L SQL Server Index and deadlock

L how to open new threads and ensure thread security

L what is JSON and XMLHTTP?

L and so on.

Because of this, the answer to a question is incorrect. I can only think that the candidate is not good at this aspect and is afraid of making wrong judgments, so sometimes the most basic questions in this regard are asked as much as possible. And I will ask two programming questions at the end, one is C #, the other is T-SQL to see the practical ability of candidates, because indeed many people will not study a lot of basic things, or the ability to express is limited. I know that this thing will be used, but I don't know how to explain it in professional terms. I have also encountered misjudgment. Some people can't tell anything during the interview, but they will be competent and have a strong learning ability. Sometimes it would be much more fair if you have a written test, some are really not good at expression and nervous, or even have a computer interview, you can ask the candidate to directly look at our project code, if you can clarify the basic operation logic of the project within one hour, you should be able to do a good job. I don't know how you think about this issue.

 

Finally, I 'd like to explain some interview skills from the interviewer's perspective:

L good technology, good English, sincere attitude, some people think that their English is good, want to express, in fact, for the interviewer may not care about this, he just came to interview your technical

L I will write more proficient technologies on my resume. Otherwise, the interviewer may feel that you are not proficient in other technologies if you cannot answer your questions, or at this level.

L don't know the technology you are not familiar with. Otherwise, the interviewer may ask the question and give him a bad impression if you don't know it at the end. Simply say that you don't know anything.

L even if the technology is not good, do not be unconfident or angry. In many cases, the interviewer does not make a hard time at you. It makes no sense to ask these questions to anyone.